The recruitment experience
We're committed to providing a fair, transparent and inclusive recruitment experience.
Our recruitment processes are merit-based and designed to assess the skills, experience and capabilities required for each role. We encourage applications from people of all backgrounds who are interested in contributing to meaningful work that supports Australians and strengthens confidence in Australia's insolvency and personal property securities systems
Before you apply
Before submitting an application, we encourage you to:
- Read the job advertisement carefully.
- Review the role requirements and responsibilities.
- Consider how your skills, experience and achievements align with the role.
- Check any specific application requirements outlined in the advertisement.
- Think about the contribution you could make at AFSA.
Each job advertisement will outline:
- What you need to submit.
- How you'll be assessed.
- Any role-specific requirements.
- Contact details for enquiries.
Preparing your application
Your application should address the requirement of the selection criteria and may include:
- A resume or curriculum vitae (CV).
- A candidate pitch, statement of claims or written response.
- Responses to specific questions.
- Other information requested in the advertisement.
When preparing your application:
- Focus on the experience most relevant to the role.
- Use clear examples to demonstrate your skills and capabilities.
- Highlight outcomes, achievements and contributions.
- Keep your responses concise and easy to understand.
- Ensure your application reflects your own experience and accomplishments.
For additional guidance, visit:
Eligibility
To be eligible for employment with AFSA, you must:
- Be an Australian citizen.
- Successfully complete police record and identity checks.
- Obtain and maintain a security clearance at the required level.
- Complete any applicable probationary period.
Accessibility and reasonable adjustments
AFSA is committed to providing an inclusive and accessible recruitment process.
If you require adjustments at any stage of the recruitment process, we encourage you to contact People Connect. We'll work with you to understand your needs and provide appropriate support.
Adjustments may include:
- Alternative formats for recruitment information or assessment materials.
- Changes to interview arrangements.
- Additional equipment or support to participate in assessments.
- Other reasonable adjustments to support equitable participation.
RecruitAbility
AFSA participates in the Australian Public Service RecruitAbility Scheme and is committed to supporting employment opportunities for people with disability.
If you identify as a person with disability, opt into RecruitAbility and meet the minimum requirements for the role, you'll progress to a further stage in the recruitment process.
Using tools to support your application
You may use tools, including AI, to support the preparation of your application.
You are responsible for ensuring that all information you provide:
- is accurate and truthful
- reflects your own skills, experience and capabilities
- is an authentic representation of your work.
You should not rely on tools in a way that results in misleading, exaggerated or inauthentic responses. Providing false or misleading information may affect the outcome of your application.
AFSA does not use automated or AI-based tools to assess candidates. All recruitment decisions are made by people and are based on merit.
For more information, refer to the Australian Public Service Commission guidance:
Our recruitment approach
AFSA uses a range of assessment methods to identify applicants with the skills, experience and capabilities required for our roles. Our recruitment practices are guided by the APS Merit Principle, ensuring selection decisions are fair, transparent and based on merit.
Depending on the role, the recruitment process may include:
- Written application assessment.
- Shortlisting against role requirements.
- Interviews.
- Work sample activities, presentations or other job-related assessments.
- Referee checks.
- Pre-employment screening.
- Employment offers and merit pool outcomes.
Not all assessment methods are used for every recruitment process. Candidates will be advised of the assessment requirements relevant to the role they have applied for.
AFSA uses a capability-based approach to assessment. We consider the skills, experience and behaviours relevant to the role and recognise that capability can be developed through professional, academic, volunteer and lived experiences.
Outcome
Candidates will be advised of the outcome of their application at the conclusion of the recruitment process.
Suitable candidates may be placed in an unranked merit pool for up to 18 months and may be considered for similar roles within AFSA. Merit pools may also be shared with other Australian Public Service agencies in accordance with legislative requirements.
For more information, visit:
Creating and Sharing Merit Lists or Pools | Australian Public Service Commission
Privacy
Your personal information will be collected, used and managed in accordance with applicable privacy obligations and AFSA's information handling requirements. Information may be shared with recruitment service providers and relevant areas within AFSA for recruitment and assessment purposes.